Linking employee perceptions and employee attitudes through their levels of organizational identification
A field investigation in India
Bibliographic Data
| ID | 21652293 |
|---|---|
| Authors | Soumendu Biswas (0000-0002-8407-9072, Management Development Institute, corresponding author) |
| Year | 2022 |
| Volume | 25 |
| Issue | 1/2 |
| Pages | 72-90 |
| Publication date | 2022-06-06 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | International Journal of Organization Theory and Behavior (JOURNAL) |
| Journal identifiers | ISSN: 1093-4537 • E-ISSN: 1532-4273 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/ijotb-09-2020-0164 |
| OpenAlex | W4206835186 |
| Language | EN |
| Citations received | 1 |
| References cited | 60 |
Purpose Despite organizational socialization and support, contemporary managers often perceive employees to be less engaged and attached to their workplace, multiplying their workload with unsolicited vexations and worries. In this connection, the purpose of this paper is to explore and possibly confirm the ameliorative role of organizational identification as a mediator between employees' perceptions of organizational support and justice and their favorable association to their levels of engagement and attenuation of their intentions to quit. Design/methodology/approach Suitable theories such as the social exchange and fairness heuristics theories were examined to select and support the study constructs. Accordingly, the literature was reviewed to formulate the study hypotheses and connect them through a conceptual latent variable model (LVM). Data were collected from 402 full-time managerial executives all over India. The data thus collected were subjected to structural equation modeling (SEM) procedures. Findings All the measures used in this study had acceptable reliabilities as indicated by their Cronbach's Alpha values. Based on the SEM procedures all the study hypotheses and one of the competing LVMs labeled as LVM5 was finally accepted. Originality/value The distinctive feature of this study is the theoretical compilation of all the study constructs in one LVM and subsequent empirical verification of the same. This study is, perhaps, the first of its kind to examine the implications of such justice-based perceptions of social exchange relations between employees and their organizations in India more so, since it considers support and justice to complement each other as an interactive whole
Creativity · Cronbach's alpha · Employee engagement · Heuristics · Latent variable · Organizational commitment · Organizational identification · Organizational justice · Originality · Perceived organizational support · Perception · Political science · Public relations · Social exchange theory · Structural equation modeling · Computer Science · Customer Service Quality and Loyalty · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology
Organizational Identity and Identification
Justice as a Mediator of the Relationship Between Methods of Monitoring and Organizational Citizenship Behavior.
Organizational identification
Model Selection and Akaike's Information Criterion (AIC)
Lower bounds on sample size in structural equation modeling
Common method bias in applied settings
A Partial Least Squares Latent Variable Modeling Approach for Measuring Interaction Effects
Affective commitment to the organization
Antecedents and consequences of employee engagement
Estimating, testing, and comparing specific effects in structural equation models
Perceived Organizational Support
The Probability Function of the Product of Two Normally Distributed Variables
On the Exact Variance of Products
A new look at the statistical model identification
Common methods variance detection in business research
Common method biases in behavioral research
Sources of Method Bias in Social Science Research and Recommendations on How to Control It
The Influence of Culture, Community, and the Nested‐Self in the Stress Process
A comparison of methods to test mediation and other intervening variable effects.
Social Exchange Theory
Perceptions of organizational justice and commitment of non-family employees in family and non-family firms
Leadership/management factors impact on employee engagement and discretionary effort
The Social Identity Theory of Intergroup Behavior
Does serving the community also serve the company? Using organizational identification and social exchange theories to understand employee responses to a volunteerism programme
A Simulation Study of Mediated Effect Measures
Factors Influencing Cross-Validation of Confirmatory Factor Analysis Models
Job Insecurity and the Changing Workplace
Alumni and their alma mater
The Norm of Reciprocity
| Unique citing works | 1 |
|---|---|
| Citations per year | 0,5 |
| Citation span | 2024 - 2024 (1) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 1 |